I had the highest close rate on my team, but I was laid off due to the company not being busy enough (having enough demos to justify keeping me). The others got inbound leads while I had to get my leads on my own. If I had the same amount of demos as them, I'd have been the top performer. Now I am laid off with only 6 months at the position, and it looks like I couldn't cut it, despite being the best AE on the team when looking at the actual data. Not to mention the lack of social skills from the manager. Where do I go from here? Will companies pass on me and think I'm lying? Because why would a top performer be laid off -.-
Thanks for this comment, really helped shift my perspective. I think I had some initial frustrations since it is pretty fresh, but after taking a step back and reading your advice, I believe you are correct, and I need to tackle the situation from a more grounded perspective like yourself. Thanks!
This is the danger of being evaluated on activity vs. outcome. If you’re the best at converting demos but the company only counts booked meetings or lead volume, you become invisible when it’s time to make cuts. I’d emphasize that discrepancy in interviews. Something like: “I was outperforming peers in close rate but was laid off in a restructure that prioritized volume over performance. I’m now looking for a team that values actual results over raw activity.” Anyone worth working for will see the value in that.
There are so many ways to spin this...but Happy_Platypus is 100% correct in their advice, you gotta get the angst out of your tone... A couple of thoughts from my perspective - company changed GTM strategy and eliminated "x" positions (or "x %" of positions) My role was eliminated due to a re-org / restructure, or whatever other strategy related shifts happen all the time - especially at small companies.... Just tighten up the talk track and you'll be fine.
If the company "wasn't busy enough" then there are other fundamental issues. Startups (I'm assuming it's a startup?) fail all the time - so there's no shame in mentioning that the company had challenges, but do so without trashing them or sounding bitter/resentful. That sounds like it may actually be tough given your post - but it's critical, because no sales manager wants to hire a rep that they think will complain or have negative energy. That will be a red flag nearly all the time. Instead, focus on what you did well and why you had success. Sounds like you have a good story to tell if you have the highest close rate.